Staff Selection

Elements of the staff selection and mobility policy need to be complementary and linked, incorporated into the overall talent management. We shall persistently endeavor to include in the staff selection policy the following elements:

  • External recruitment to be limited to entry-level positions and exceptionally to higher-level positions when no qualified internal candidates exist;
  • A priority consideration of internal over external candidates;
  • Workforce planning to include an increased staffing level to mitigate for absences on Rest and Recuperation and annual leave as well as other types of unexpected absences such as long-term sick leave;
  • A broader definition of the field to comprise all entities with field operations such as OHCHR, OIOS, OCHA, DSS, etc. to standardize selection across field duty stations and facilitate mobility;
  • A standard and more reasonable job opening periods;
  • The upholding of vacancy rates mandated by the GA to possibly be used as mitigating measures;
  • Eligibility to apply to job openings more than one level higher, provided that qualifications for the level are met;
  • Clearer and simplified qualifications eligibility criteria (comparison and equivalency tables of education vs. work experience);
  • Assessment panels to be set at appropriate levels, ensure gender representation and include members from other entities to guarantee more transparent and equitable recruitment exercises;
  • A broader scope of Central Review Bodies’ oversight and a deeper level of scrutiny of details;
  • Due considerations to ensure a diverse and supportive workforce;
  • The empowerment of the concept of rosters to be a more meaningful tool for faster recruitment and a more transparent selection;
  • A mechanism to provide feedback to staff on reasons for failing rostering exercises;
  • A more simplified assessment of internal candidates especially rostered candidates and the use of ePASes in the same level selection decision;
  • The mandatory use of rosters for regular selection exercises and impose a stronger control over the exceptional use of PSJOs for jobs with existing rosters;
  • Monitoring and reporting mechanisms on the use of TJOs and PSJOs for possible misuse of such types of job openings as a back door outside the standard selection process;
  • A review of job families and job descriptions to address any inconsistencies therein;
  • A mechanism of lateral reassignment in the context of protection from retaliation or findings of harassment, or due to need for placement following non-selection following upward classification of posts;
  • Linkage to a downsizing policy to guide placement of staff whose positions are abolished.

For more information on Staff Selection and Mobility, click here.

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